10 Most Inspirational Quotes Ever Did you know that there is a direct correlation between our mind and body and the state of both influences and impacts each other’s activity? It is always good to clear negative thoughts and vibrations that crop up everyday from within us as well as in our immediate surroundings. So, what do we do? Simple… Have these inspirational quotes printed, keep them on your table top or hang them as posters in the office. Toss all your problems that bug you for a while and quiet your mind for the first five minutes. Keep reassuring yourself that everything will go well for you the whole day and you are capable of achieving all the targets prioritised for that particular day. This may be a small collection of Inspirational Quotes but we are not one to under-estimate the power of WORDS. LETS GO ON ADVENTURES…. SMILE, SPARKLE, SHINE… BE HAPPY, BE BRIGHT, BE YOU… NEVER LOSE HOPE… CONQUER FEAR EVERYDAY… LIFE ISN’T WAITING FOR THE STORM TO PASS…IT’S ABOUT LEARNING TO DANCE IN THE RAIN… DON’T BE THE SAME… BE BETTER ENJOY THE LITTLE THINGS… IF YOU WANT TO FLY, GIVE UP EVERYTHING THAT WEIGHS YOU DOWN… ALWAYS LOOK ON THE BRIGHT SIDE OF LIFE… IF YOU ENJOYED THIS POST, DROP A LINE IN THE COMMENT SECTION OR IF YOU HAVE A GREAT COLLECTION OF QUOTES, SEND IT ACROSS FOR PUBLISHING… Contact Mail Id:...

Compensate Employees to Sustain Their Motivation Motivation is a big factor for consideration when it comes to retaining your employees. The employees have to be compensated for what they do for an organization – hold on folks, besides the salary prerequisites, there are many other things which help in retaining them in the company and sustain their motivation. #Direct Compensation: Employees expect fair wages commensurate with their skills, experience and job content. Wages should be ascertained keeping in mind the cost of living in the particular locality. These should be revised periodically to account for inflation so that the real wages do not go down over the time. Wages must have a system of yearly increments, which should be flexible enough to reward good performance. Legal Perspective: In India, the #Minimum Wages Act, 1948 provides for fixation and enforcement of minimum wages in respect of scheduled employments. A tripartite Committee Viz., “The Committee on Fair Wage” was set up in 1948 to provide guidelines for wage structures in the country. Article 39 states that the State shall, in particular, direct its policy towards securing (a) that the citizen, men and women equally shall have the right to an adequate livelihood and (b) that there is equal pay for equal work for both men and women. #Fringe Benefits: These are also termed as indirect compensation that an organization provides to its employees which may include – insurance against accident, travel concessions, medical facilities, subsidized meals, uniforms, housing etc. The #Finance Act, 2005 has introduced a new chapter VII-H, ‘Income-tax on Fringe Benefits’. The Chapter now brings to tax the fringe benefits collectively enjoyed by the employees and which cannot be attributed to individual employees. The Fringe Benefit Tax is to be borne by the Employer. #Promotion: Employees expect to improve their position in the hierarchy over the time. This improvement in position is called promotion. It immensely helps an employee to feel important and useful to the firm. It enhances his/her status within and outside the organization. Through promotion, he/she looks forward to accomplishing more challenging tasks, including participation in the decision making process. Out of 440 million workers in India, 93% of the workers are in the unorganized sector. The contributions made by the unorganized sector to the national income, is very substantial as compared to that of the organized sector. It adds more than 60% to the national income while the contribution of the organized sector is almost half of that depending on the industry. In India, only about 8% of workers actually get the benefits available under various labor Acts. The rest 92% work in the unorganized sector, and either are not eligible for coverage. #Job Security: One main reason why people are reluctant to join small enterprises even at higher salaries is their ‘apprehension’ about ‘job security’. An enterprise that is able to dispel such apprehension benefits substantially in the long run. #Working Conditions: One primary cause of dissatisfaction of workers is ‘the quality of their working life’ which includes Reasonable hours of work A work place Tea breaks Provisions for a room for recreation, lunch etc. Availability of safety equipment and first aid facilities, and Water cooler, lavatory etc. These things may not improve #productivity, but will help in preventing job dissatisfaction among workers. The #management must also ensure that cordiality and friendliness is maintained between the workers. An environment should be created in which the superiors and senior employees and workers develop mutual respect for each other. The Ministry of Labor, Government of India and Labor Departments of the States and Union Territories are responsible for safety and health of workers. Directorate General of...

Changing Trends and Challenges in HRM The very conception of Human resource management has changed tremendously in the recent past as it has taken a new form and shape that embraces each and every activity of the organization, as every action requires human intervention. Human resource has become the most important of all the resources from the point, where it was merely one of the many resources. What has caused this great transformation? What has made firms recognise that manpower is the most important of all resources to the extent of including human resource in their accounting as assets! Evolution of HRM: A thorough analysis of the evolution of human resource management clearly indicates the exceptional quality of manpower, especially managers to tackle the very many challenges that come on their way. A manager who was merely a reporter to the top level management has now become indispensable. The laborers whether skilled or unskilled cannot be treated the way they were treated earlier, as the introduction of many labor laws support their cause. The legal framework guides the organization in terms of pay scale, bonus and increments and supports the workers in their welfare, security and safety. Globalization, Privatization and Liberalization: With the initiation of globalization, privatization and liberalization the firms are exposed to more competition and the managers have to put their think tanks to the best use in order to sustain and succeed in the market. People from various background work together in a multinational firm; their language, dress code, food habits, style of working and adaptability are quite different from one another. A human resource manager must go for a “culture” that is unique to the organization. He has to be proactive in order to safeguard the employees from a “culture shock”, by training them sufficiently before induction. Human behavior: Management of human resources by itself is complex and it needs people with special skills. The unpredictable nature of human behavior makes the job more difficult. In the task of managing the emotions and behavior of his employees, a manager must not lose his composure at any point of time for which he has to be a balanced personality. How many of us are gifted with a balanced state of mind and especially in a crisis situation many of us scream our lungs out and blame others for our own faults. Employee Motivation: Motivating the employees to do the job and steer them in the right direction is a Himalayan task for most of the managers. For this they have to adopt a participative style of leadership that will make the employee come closer to them in terms of trust and openness and also it enhances the productivity by improving the efficiency. A relaxed mind is more efficient than one with tight cords. It thinks and acts freely and gives its best. Now a days employees are more educated and informative, so you cannot take them for granted. They are aware of their rights and privileges regarding their jobs and work environment and managers need to handle them very cautiously and intelligently when it comes to satisfying their needs, sentiments and attitude. Handling a large number of employees, allotment of employees to shifts, managing the turnover and keeping the morale high are some of the challenges that the management has to face up to. Achieving the Desired Results: The biggest challenge of any modern manager would be to show results by managing his team. Achieving targets in the specified time is a herculean task; also making people working for the firm realize and understand that unless and until their products and services are of international standards and customer satisfying,...